California Sick Leave Law 2025: Employee Rights, Accrual Rules, and Local Ordinances

California Sick Leave Law 2025 explains employee rights, accrual rules, and employer duties for paid sick time in California. Local ordinances in Los Angeles, San Francisco, Oakland, Berkeley, and Santa Monica offer additional protections and higher sick leave caps.

By Douglas Wade, Attorney

Email | Call (800) 484-4610

Have a quick question? We answered nearly 2000 FAQs.

Table of Contents

1. Introduction

2. Eligibility

3. Compensation for Time Off Due to Illness

4. Bringing a Civil Case

5. FAQs

Introduction

Sick leave accrual is one of the advantages of working in California. Employees may request time off from work without incurring penalties when they are ill, thanks to this perk. This lowers the chance of coming into contact with others in addition to aiding in healing. Under the California Sick Leave Law 2025, employees are entitled to one hour of time off for illness for every thirty hours they work under this benefit. Employers may, however, “limit” the benefit’s use to either twenty-four hours or 3 days per year, whichever is higher.

The law has, however, been temporarily modified in light of the recent pandemic to meet the demands of the community and employees. Employers with over 26 workers are required to offer COVID-19 supplementary paid sick leave to their staff members for a total of 80 hours or two work weeks through 31^st December 2022. This time’s objective is to:

Get well after COVID-19.
After getting the symptoms of COVID-19, see a doctor for a follow-up diagnosis.
Self-quarantine as directed by a doctor/physician, state, or municipal authority.
Seek assistance for a family member or relative who is engaging in self-control.
Attend to a dependent child whose daycare or school has been closed.
Vaccinate yourself against COVID-19.

Employers are required by the California Sick Leave Law 2025 to offer sick leave to their workers and are prohibited from taking adverse action against those who make use of this benefit. An employee may be able to sue for labor law infractions if they are denied certain rights.

Eligibility

If they work for more than thirty days in the course of a year, the majority of employees are eligible for this benefit. This covers part-time, full-time, and temporary employees who are exempt or nonexempt. However, workers in some industries are subject to limitations, including:

Workers for the federal government
A few local and state workers
Workers covered by a collective bargaining contract
Providers of services that involve providing in-home assistance
A few airline workers

As previously indicated, under California Sick Leave Law 2025, full-time employees are entitled to twenty-four hours, or 3 days, of sick leave every 12 months, with employees accruing one hour for each thirty hours worked. While this statute applies throughout the state, local regulations in some locations give workers extra sick leave benefits. The following cities have different ordinances. These city-specific rules show how the California Sick Leave Law 2025 interacts with local protections, which often gives workers stronger coverage.

Santa Monica and Berkeley. The number of workers determines both city ordinances. They must provide 72 hours of individual sick leave if they have 25 or more employees. The number decreases to 48 hours if there are fewer than 25.
Los Angeles. Employers in LA provide up to forty-eight hours or six days.
San Francisco and Oakland. The number of workers also affects the benefit in both locations, with a division of 10. Employers are required to provide seventy-two hours annually if they employ more than ten people. They have to provide 40 hours annually if there are fewer than 10.

Compensation for Time Off Due to Illness

An employee has the right to receive their usual rate of pay when they take individual sick leave. Should the sick leave be tied to COVID-19, there is a difference. Exempt workers enjoy the benefit of receiving their usual rate. Non-exempt workers will be paid their usual rate, the minimum wage set by the state or the local government, or the average salary for a 90-day duration, whichever is higher.

Bringing a Civil Case

An employee has the right to sue their company for breaching sick leave laws if they believe they have been refused their benefit or if they have not received payment for utilizing their benefit. A worker who takes a legitimate absence, cooperates with a civil lawsuit, or files one cannot be subjected to retaliation by their employer.

Unless otherwise specified in a corporate policy or an agreement between the employer and employee, it is critical to realize that taking sick leave after using up all of the benefits you have is unpaid. Since the employer did not violate any laws, a claim can’t be made in these situations.

FAQs

1. What is my sick leave entitlement in California?

A full-time, part-time, or temporary worker must be provided with one hour of sick leave after each thirty hours of work. The legislation allows you to earn up to six sick days annually, but you can only utilize three of those days in a row. The employer may, however, offer anything over these minimums, but this must be disclosed to the employees at the point of employment or notice. The California Sick Leave Law 2025 reflects a balance—basic protections at the state level, with room for cities and employers to expand benefits.

2. How can I determine my allotted sick days?

A: During every pay cycle, your paycheck often includes information about your unused personal sick leave. This should involve recording the usage and accumulation of sick leave. Your business must have an established procedure laid out for you to keep track of your benefits if your time off for illness is not shown on your paycheck.

3. Does California pay for unused sick days?

A person’s accumulated unused individual sick leave at the conclusion of the year has to be carried through to the following year. Nevertheless, the employer’s policy may limit this to 48 hours. However, unless otherwise specified, employers are not obligated to reimburse employees for time accrued in the event of termination, resignation, or retirement.

4. Is PTO in California the exact same as sick leave?

A: No, usually not. Personal leave is distinct from sick leave. Some businesses in California are permitted to have “grandfathered” rules, though, which mix the two into a single pot. Being aware of the policies of the company when you are recruited will help you avoid any problems down the road.

Have a quick question? We answered nearly 2000 FAQs.

See all blogs: Business | Corporate | Employment

Most recent blogs:

ABC Test California: AB 5 Exceptions, Borello Factors, and Worker Status

AB 5 reshaped California worker classification with the ABC test, Borello factors, and multiple exemptions impacting industries and licensed professionals. This guide covers independent contractor rules, key exceptions, and legal consequences for misclassification under California employment law.

How Long to Keep Employee Files: Record Retention Laws, Timelines, and Best Practices

Keep employee records compliant with federal and state retention laws to protect your business from fines, lawsuits, and compliance issues. Establish clear policies, digitize securely, and retain files for proper timelines to ensure efficiency, privacy, and legal protection.

Separation of Employment: State Notice Requirements, Termination Letters, and Compliance Guide

State separation laws vary, requiring employers to issue termination notices on time to reduce penalties and compliance risk. This guide covers state notice requirements, termination letters, unemployment benefit notifications, and practical steps for multi-state compliance.

Labor Code Section 2810.5: CA Hiring and Wage Notice Guide

California Labor Code Section 2810.5 outlines hiring and wage notice requirements employers must follow to avoid penalties and lawsuits. Employers must provide detailed written notices, comply with minimum wage laws, and use official forms to remain compliant.

California Sick Leave Law 2025: Employee Rights, Accrual Rules, and Local Ordinances

What is Comp Time at Work? Definition, Legal Rules, and How it Differs from Overtime

Comp time lets employers offer time off instead of overtime pay, but strict legal rules often limit its use. This guide explains comp time, how it differs from overtime, and the legal risks businesses must review.

California Vacation Law Update 2025: Changes to Paid Leave, PFL Use, and Workplace Policies

California’s 2025 vacation law update adds new protections for employees, impacting paid leave, workplace meetings, and contractor agreements. Employers must adjust to expanded worker rights, anti-discrimination rules, and stricter compliance requirements taking effect January 1, 2025.

California Wage Statement Rules: What Must Be Shown and What to Do If Your Pay Stub Has Errors

California employers must provide accurate pay stubs detailing wages, deductions, hours, and other required information under state labor laws. Employees may seek penalties, back pay, and legal action if wage statements contain errors or missing details.

What Paid Holidays Are Mandatory in California? Employer Requirements, Exemptions, and Federal Worker Pay Rules

California law does not require private employers to provide paid holidays, though many offer them voluntarily for employee satisfaction. Federal employees in California may receive holiday premium pay, depending on eligibility and agency rules.

California Employee Rights: Workplace Discrimination, Wages, and Legal Protections

California employees have rights covering discrimination, wages, and workplace safety under state and federal laws. This guide outlines protections against unfair treatment, retaliation, and wage violations.

SB 616: Key Changes to California Paid Sick Leave Law Every Employer Should Know

California’s SB 616 increases paid sick leave from 24 to 40 hours, requiring policy updates for statewide employer compliance. Employers must adjust accrual, carryover, and usage rules, update handbooks, train staff, and ensure payroll accuracy.

Onboarding Paperwork Checklist: 10 Key Documents Every Employer Needs for New Hires

Onboarding paperwork supports compliance, payroll accuracy, and smooth integration for new hires with important legal, tax, and organizational documents. This checklist outlines 10 vital records employers should provide to support efficiency, clarity, and a positive start for every employee.

Resentment Examples at Work 6 Ways Workplace Tension Takes Hold

Resentment Examples at Work: 5 Ways Workplace Tension Takes Hold

Workplace resentment can silently erode trust, collaboration, and morale, leading to lasting cultural damage if left unchecked. Recognizing resentment examples helps address unresolved conflict, burnout, and broken promises before they harm productivity and team relationships.

How Many Hours Can You Work at 15? State-by-State Guide to Teen Work Limits in the U.S.

Teen work laws set limits on hours for 14- and 15-year-olds, varying by state and job type. Find out work restrictions, permitted jobs, and tips for landing your first position at 14 or 15 in the U.S.

CA Exempt Salary 2025: Minimum Wage and Exemption Updates for California Employers

California's 2025 exempt salary threshold increases to $68,640 annually, with minimum wage rising to $16.50 statewide. New laws also impact sick leave, union exemptions, captive audience meetings, and driver’s license requirements for job postings.

How Long to Keep Payroll Records in California: Employer Rules for 2025

Employers in California must retain payroll and personnel records for up to four years to remain compliant with 2025 regulations. Digital and physical storage methods, I-9 rules, and supervisor training responsibilities are also covered in the updated requirements.

California Fair Chance Act: Updates Employers Need to Know About Criminal History Rules

Employers in California must follow stricter rules on criminal history checks under the updated Fair Chance Act from October 2023. New regulations expand definitions, require tailored evaluations, and mandate written notices before rejecting candidates due to conviction records.

Breaks in California: Detailed Guide to Rest and Meal Break Rules for Employers

California employers must follow detailed rules for rest and meal breaks, including timing, written waivers, and compensation requirements. Improper or missed breaks can result in legal action, wage penalties, and issues related to industry-specific labor standards.

California Labor Code 1198.5: Employee Rights to Personnel Records and Employer Compliance Guide

Employees in California can request access to personnel and payroll records under strict timelines defined by Labor Code 1198.5. Employers must comply with requests within 21 to 30 days or face penalties for noncompliance with record access laws.

Reporting Time Pay in California: Worker Rights, Employer Rules, and How to Calculate It

California workers must be paid for reporting time if sent home early or given fewer hours than scheduled. This article covers when wages apply, what exceptions exist, and how employers calculate the correct amount under state law.

California Wrongful Termination Checklist: A Full Guide to Employee Rights and Legal Protections

Fired in California for reporting misconduct, discrimination, or taking leave? This checklist breaks down employee rights and wrongful termination claims.

California Labor Code 203: Employer Guide to Penalties, Defenses, and Compliance Measures

California Labor Code 203 imposes steep penalties for late final pay, requiring strict employer compliance. This guide covers penalty triggers, common mistakes, defenses, and steps to prevent wage claim liability.

When Is a Doctor’s Note Required for Work in California? Employee Rights, Sick Leave Rules, and Employer Policies

California employees can use paid sick leave without a doctor's note unless absences exceed three consecutive days. Employers may request documentation only if policies are applied fairly, non-retaliatory, and consistent with privacy laws.

California Labor Code 2699 Reform: What Employers Should Know About the 2024 PAGA Amendments

California’s 2024 PAGA amendments change employer obligations, lower penalties, and set faster resolution methods for labor disputes. Companies should check compliance policies, wage practices, and training to prevent costly Private Attorneys General Act claims.

California Termination Laws Final Pay: What Employees Should Know About Last Paychecks and Penalties

California employees are entitled to timely final paychecks after quitting or termination, with strict rules based on job type. Employers risk daily penalties up to 30 days if they delay owed wages or ignore payment regulations.

California Workplace Violence Prevention Plan: Employer Responsibilities

California employers must establish a Workplace Violence Prevention Plan by July 1, 2024, under Senate Bill 553 requirements. This plan includes risk assessments, employee training, incident reporting, crisis response, and recordkeeping to promote workplace safety.

Is It Illegal to Discuss Wages at Work? What Employers and Employees Should Know

Employees have the legal right to discuss wages at work, even if company policies say otherwise. Employers can support fair pay and open communication to help maintain trust and reduce workplace conflicts.

How Long to Keep Pay Stubs and Payroll Records: IRS, FLSA, and Legal Rules Business Owners Should Know

Keep payroll records and pay stubs organized to meet IRS, FLSA, and legal requirements for audits, claims, or disputes. Storing records digitally reduces space use and keeps documents available beyond the required minimum retention periods.

California Mileage Rate 2025: IRS Figure, Reimbursement Policy, and Employer Instructions

California’s mileage reimbursement rate in 2025 is 70 cents per business mile, covering fuel, maintenance, insurance, and depreciation. Employers must ensure reimbursement complies with Labor Code Section 2802 and requires accurate mileage records from employees.

California Labor Code Section 2802: Employer Reimbursement Rules for Work Expenses

California employers must reimburse workers for necessary expenses like phones, internet, mileage, and home office equipment. Employees can recover unpaid reimbursements through Labor Commissioner claims or class action lawsuits against violating employers.

See all blogs: Business | Corporate | Employment

California Sick Leave Law 2025: Employee Rights, Accrual Rules, and Local Ordinances

Introduction

Eligibility

Compensation for Time Off Due to Illness

Bringing a Civil Case

FAQs

Free Consultation